Menopause affects millions of women worldwide, yet it remains one of the most overlooked topics in professional settings – especially in universities.
Even though its physical and emotional impacts can be life-changing, conversations around menopause are still shrouded in stigma. Many women are left to navigate this challenging stage of life without adequate workplace support, making it crucial to break the silence and create more inclusive environments that acknowledge and address menopause.
October is menopause awareness month, and with World Menopause Day on 18 October, it’s a powerful opportunity to reflect on the progress made and to continue pushing for better support for women navigating this life stage.
Why menopause matters in higher education
For many women working in academia, menopausal symptoms – such as hot flushes, anxiety, and brain fog – can significantly affect their daily functioning. The high-pressure environments typical of university life, with their demands for effective cognitive performance and regular public speaking, can make these challenges even more overwhelming.
Academics are required to maintain sharp mental focus and perform in front of students and peers, making the impact of menopause on their work profound. Women who experience severe symptoms may feel compelled to reduce their work hours, take extended leave, or even leave their jobs entirely, leading to talent loss and perpetuating gender inequality in the workplace.
Despite growing awareness in society, discussions about menopause in many workplaces remain rare, leaving women to navigate these challenges largely unsupported.
Still stigmatised
One of the most significant barriers to effective support for menopause in the workplace is the pervasive stigma that surrounds it. Many women hesitate to disclose their symptoms to managers or colleagues, fearing they will be perceived as less capable. This reluctance is often compounded by a lack of awareness and understanding among employers about what menopause entails and how it can affect work performance.
Additionally, there is little information available on the unique experiences of individuals with protected characteristics, such as people from diverse racial and ethnic backgrounds, members of the LGBT+ community, disabled individuals, and those with health conditions. Evidence suggests that women from ethnic minority groups may face an added burden during menopause due to the discrimination they already experience because of their race.
Creating menopause-friendly workplaces
The good news is that we are starting to see positive changes. More organisations are recognising the importance of supporting employees through menopause and are beginning to implement policies. In the UK, high-profile initiatives, such as those led by the Women and Equalities Committee in Parliament, have helped raise awareness and normalise discussions around menopause.
However, having a policy is just the first step. To genuinely support employees, workplaces must create environments where women feel comfortable discussing menopause and can easily access the help they need.
This could include flexible working arrangements, access to healthcare resources, and training for managers to understand better menopause and how to offer effective support. Most importantly, offering practical accommodations such as temperature control, private spaces, and flexible break times could make a significant difference in the daily lives of those going through menopause, allowing them to remain productive and engaged in their work.
Universities are uniquely positioned to lead the way in fostering inclusive, menopause-friendly workplaces. Supporting employees through menopause not only enhances individual wellbeing but also strengthens the institution as a whole. Universities can boost staff confidence, retention, and overall job satisfaction by promoting open discussions and offering practical support. This, in turn, creates a more supportive and thriving academic community, positively impacting both staff and students.
The call to action
It’s time to break the silence on menopause in the workplace. By raising awareness, addressing stigma, and implementing meaningful support policies, universities and other employers can ensure that women do not have to choose between managing their symptoms and thriving in their careers.
If you are an employee of a university in England who is affected by menopause, we invite you to participate in our survey (open until the end of November). Your experiences are vital in helping us better understand how universities support menopause-affected employees and shape future policy. By sharing your story, you contribute to a future where menopause is openly discussed and well-supported, ensuring that workplaces are inclusive for all.
